How 2025 Summer Associates Can Turn "Networking" into Actual Mentorship (Before Week 1)

Summer associate programs have always been a two-way audition: firms evaluate talent, and summers position themselves for offers. But in 2025, the most successful summers aren’t just mastering assignments—they’re building genuine mentoring relationships before they even step into the office. With firms now assigning “shadow mentors” to summers weeks before their start dates, the window for meaningful connection-building has moved earlier than ever. This article explores how to transform superficial networking into lasting advocacy by focusing on pre-summer engagement, strategic relationship-building, and the often-overlooked “exit chats” that can make or break your offer.

Be Prepared & Specific In Mentor Interactions

The first step is rethinking how you prepare for mentor interactions. Most summers make the mistake of relying on generic questions (“What’s your practice area?”) rather than demonstrating genuine interest in the attorney’s work. One summer stood out by reviewing her assigned mentor’s recent deals on Bloomberg Law and preparing a concise observation about how his approach to representation waivers in PE transactions aligned with a trend she’d studied in class. This level of preparation signaled her engagement and gave the mentor a natural entry point for a substantive conversation. According to a 2024 NALP survey, summers who reference a mentor’s specific matters are three times more likely to receive follow-up invitations to assist on real work during the program.

Follow Up to Turn Conversations Into Ongoing Relationships

Once you’ve laid the groundwork, the next challenge is turning initial conversations into ongoing relationships. Too many summers treat networking as a one-and-done task, failing to follow up in a meaningful way. One partner at a Vault 10 firm recently noted that the summers who excel are those who “find organic reasons to stay on our radar,” such as sharing a relevant article with a note (“This made me think of your case on forum selection clauses—would love to hear your take”). One summer secured a coveted secondment opportunity by sending his mentor quarterly updates on his clinic work, which happened to intersect with the mentor’s pro bono practice. The key is to provide value rather than simply asking for time—a principle emphasized in a 2025 Chambers Associate guide to summer success.

Pursue Mid-Summer Check-Ins

Mid-summer check-ins are another critical but underutilized tool. While most summers focus on end-of-program evaluations, the savviest ones schedule informal “progress chats” around the halfway mark. These conversations allow you to course-correct before formal reviews and demonstrate your receptiveness to feedback. A summer who asked her mentor, “What’s one thing I could do differently to add more value to your team?” learned that partners valued concise email updates over lengthy memos—a small adjustment that significantly improved her perceived efficiency. The American Lawyer’s 2025 summer associate report found that summers who sought mid-program feedback were 50% more likely to receive offers, as these check-ins signaled professionalism and self-awareness.

Pursue Strategic Exit Chats

The final weeks of the program are also prime time for what we call “strategic exit chats.” While most summers thank their mentors and move on, those who secure lasting advocates use these conversations to plant seeds for future opportunities. One summer asked his mentor, “If I were to rejoin the firm after clerkship, what’s one skill I should focus on developing?”—a question that not only showed long-term interest but also gave the mentor a reason to stay engaged post-summer. Similarly, another summer sent her mentor a handwritten note after the program ended, highlighting a specific piece of advice that had helped her during the summer. These gestures may seem small, but they keep you top of mind when hiring decisions arise.

Don't Forget Post-Offer Follow-Ups

Perhaps the most overlooked aspect of mentorship is the post-offer follow-up. Summers who receive offers often assume the work is done, but this is actually the best time to deepen relationships. An associate who lateraled to another firm credited her summer mentor’s ongoing advice with helping her navigate the transition—a relationship that began with a simple post-offer coffee chat to discuss practice group options. The recruiters at Lateral Link have noted that summers who maintain mentor relationships beyond the program are more likely to receive referrals and introductions later in their careers.

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Building real mentorship as a summer associate isn’t about collecting business cards—it’s about fostering authentic connections that endure beyond the program. By preparing thoughtfully, following up strategically, and leveraging both mid-summer and post-program touchpoints, you can turn temporary networking into lasting professional advocacy. In an era where firms are making offers earlier than ever, these relationships aren’t just nice-to-haves; they’re the foundation of a successful career.